The industries where women’s representation has been trending markedly upward since 2016 (albeit dipping at the beginning of 2023) are: Government and Public Sector (+1.8 percentage points in 2022 compared to 2016), Agriculture (+1.24 percentage points), Infrastructure (+1.16 percentage points), Consumer Services (+1.1 percentage points), Professional Services (+0.95 percentage points) and Technology, Information and Media (+0.94 percentage points). LinkedIn data indicates that the share of women in senior leadership positions – where “senior leadership” is defined as Director,13 Vice-President (VP)14 or C-suite15 – is at 32.2% in 2023 nearly 10 percentage points lower than women’s overall 2023 workforce representation of 41.9%. Women continue to be outnumbered by men in senior leadership positions across all industries, especially so in fields like Manufacturing (24.6% women); Agriculture (23.3%); Supply Chain and Transportation (23.0%); Oil, Gas and Mining (18.6%); and Infrastructure (16.1%). The sectors where gender diversity in senior leadership is more present, with women taking up between one-third and one-half of senior leadership roles, are: Healthcare and Care Services (49.5%), Education (46.0%), Consumer Services (45.9%), Government and Public Sector (40.3%), Retail (38.5%), Entertainment Providers (37.1%), Administrative and Support Services (34.7%), and Accommodation and Food (33.5%). Organizational hierarchy levels When further disaggregating the data by seniority levels, it becomes apparent that different industries display different intensities and patterns when it comes to the “drop to the top” – the degree to which female representation drops as seniority level increases. This is illustrated in Figure 2.7. Representation drops to 25% in C-suite positions on average, which is just more than half of the representation in entry-level positions, at 46%. Women fare relatively better in industries such as Consumer Services, Retail, and Education, which register ratios of C-suite vs entry level representation between 64% and 68%, as shown in Table 2.1. Construction, Financial Services and Real Estate, on the other hand, present the toughest conditions for aspiring female leaders, with a ratio of C-suite to entry-level representation of less than 50%. On average, across industries, a significant gap is seen when comparing the share of women in senior contributor positions (44.0%) to that of women in Manager (35.5%) or Director roles (36.8%). The disproportionate share of men holding top positions is even starker among higher-ranked positions, where men account for 71.7% of Vice-President (VP) roles and 74.6% of C-suite positions on average. Industries with the greatest discrepancy between women’s share in senior contributor roles and that in either Director or higher-ranked roles (VP or C-suite) are Real Estate (-12.9 percentage points), Administrative and Support Services (-11.7 percentage points), Entertainment Providers (-10.9 percentage points) and Healthcare and Care Services (-10 percentage points). The fields with a better retention of women and thus less abrupt drops in women’s share in senior contributor versus senior leader roles are Education (-1.3 percentage points) and Consumer Services (-1.4 percentage points). Despite a significant drop in gender diversity from more junior to more senior levels, Healthcare and Care Services is the only industry where women surpass men in either Manager (60.7%) or Director (53.8%) positions, while also displaying the highest share of women in either VP (46.8%) or C-suite (39.8%) roles. The next-best industries for female senior leaders are Consumer Services (e.g. 49.9% of Director positions, 46.3% of VP roles and 38.4% of C-suite roles are held by women) and Education (e.g. 49.3% of Director positions, 41.4% of VP roles and 38.6% of C-suite roles are held by women). Senior leadership Despite the overall “drop to the top”, women have increased their representation in senior leadership since 2016 across all industries. The sectors that made gains in women taking up Director roles, for instance, are Technology, Information and Media (an increase of 2.4 percentage points from 30.8% in 2016 to 33.2% in 2022), Professional Services (+2.1 percentage points) and Government and Public Sector (+2 percentage points). Slower progression over time is noticed in the field of Entertainment Providers (+0.4 percentage points) and in Healthcare and Care Services (+0.5 percentage points). The latter, however, displays one of the more marked improvements of women’s representation in VP roles, with an increase of 1.6 percentage points between 2016-2022, alongside even more notable progress in Technology, Information and Media as well as Professional Services (both registering a rise of 1.9 percentage points). Women’s ranks in VP positions have not increased as quickly in either Accommodation and Food (+0.4 percentage points) or Administrative and Support Services (+0.3 percentage points).Representation of women in senior leadership 2.3 Global Gender Gap Report 2023 38

GGGR 2023